It is necessary to cultivate innovative talents
Source: | Author:lichengcn | Publish time: 2015-08-10 | 32 Views | Share:
      Innovation requires talent!If companies want to continue attracting cutting-edge talent to enrich their research and development capabilities, they must rethink the talent recruitment and training program.Enterprises should actively trying different career development plans and new platform for the research and development, make good researchers and scientific talent feel accepted and welcomed, so as to help them achieve innovation potential.
      Companies attract top talent by recruiting first.However, China's education system makes students' lack of experience and confidence, which is the key to successful innovation, and is the primary challenge for talent recruitment.Another challenge for companies is that good people are usually more ambitious.If ambition can promote productivity or improve performance, it is a positive trait.But in a highly competitive job market, ambition often evolves into frequent job hopping.In many industries, more than 80 percent of employees are leaving after two years.Even top corporate employers can't avoid these problems.As a result, top talent is increasingly difficult to master.
      In response to these challenges, enterprises should re-examine the talent recruitment and development plan in the new talent development mode.Attract and retain talent through rich training and career development opportunities.Companies can also try innovative research and development models, while working harder to create a culture that helps strengthen and reward employees for improving their professional and personal development.
      First, invest in internal training.Enterprises should provide other courses other than technical competence to overcome this defect.Many scientific researchers and engineering technicians have strong professional skills, but lack the expertise in leadership and management.If the investment of the enterprises to leadership and management training, can cultivate a batch of experienced local core cadres, to guide the future leaders, to help them complete the transformation from good scientists to top managers.
      Cultivate innovative talents.Companies that are interested in fostering innovative talent should consider deploying global missions to round up promising prospects for research and development centers, giving them the opportunity to engage in in-depth research work in more mature markets.In order to be effective, training courses must set clear criteria for candidates.If you choose the management route, the graduate will start with a scientific researcher and then step up to a specific field of lab manager or global technical manager.At any level, the company has set up a clear set of criteria and will communicate clearly to employees, in conjunction with the rewards system, and praise employees who contribute.In addition, graduates, such as engineering background, are expected to increase their understanding of business and business management after selecting the scientific expert route for a period of time.
      Build apprenticeships.Apprenticeships help to foster innovation.Companies may consider offering researchers the opportunity to work side-by-side with senior scientists on specific projects.The personal assistant is not an administrative position, but rather a quick way to promote the potential of a rookie to a senior position.The company can set up a personal assistant position for senior research and development science researchers to create a network of innovative people that can grow.The personal assistant should be a scientific researcher or engineer with high potential.
      Companies can promote innovation through other research and development models.Companies can also consider creating a single product development department.This will give the department a greater sense of responsibility, assume responsibility for all r&d decisions in its specific market segments, and even improve its prospects for innovation.Another way to encourage rapid innovation is to go public before the product is complete.
      It is very important to create an enterprise environment that gives birth to talents.It is believed that once an enterprise can solve the culture problems at the same time, the above approach will be able to maximize its benefits.In hasty recruitment for research and development unit to rapid operation, some companies ignore the should be set up to help improve employee satisfaction organizational culture, such as the company's brand of pride and belonging to the same group sense of belonging, and support for the company to provide professional and personal trust, etc.Companies must also embed cultural norms in local teams.Recognition of employees' accomplishments through internal communications, group meetings, and one-on-one meetings with executives is also useful for creating employees' sense of corporate pride and ownership.Companies have a responsibility to understand their employees' preferences and to work harder to create an environment where employees can express their inner thoughts.Make them more comfortable in their work, thereby increasing their creativity and productivity.